Career Development Plan Part III
Performance and Career Management
October 4, 2010
Career Development Plan Part III, Performance and Career Management
The purpose of performance appraisals is to provide both management and employee feedback on employee??™s work performance in a constructive manner. Located at the end of this report is a generalized appraisal form that can be specialized to a particular department/position.
Once the appraisal is completed by manager, a face to face private conference is recommended for review of the findings.
During this review the manager should present the findings in a factual, nonthreatening manner to help ensure continued cooperation from the employee (and also to avoid any hard feeling and distrust). It is difficult to assist someone once they feel attacked because that person becomes defensive and less receptive and responsive to suggestions and ideas for improvement.
Ideally feedback should be given to an employee verbally and in written form throughout the course of the employees career for multiple reasons from encouragement to constructive criticisms Feedback offered to the employee during the appraisal should be both written and oral (offering explanation and/or clarification as needed). Once the employee have received their feedback a reasonable amount of time is to be given for that employee to make adjustments and implement and new strategies for improvement before a follow-up review is conducted. What determines a ???reasonable amount of time??? is the type of improvement that is being performed. For an example, the employee may need to wait for computer programs to be updated or a new software installed.
There are several ways that a manager can assist the employee to reach a higher level of performance. The most common yet over looked is to follow through with assistance as needed. Examples are updating programs, software, mentoring, role modeling or even shadowing the employee to ensure the employee has the tools necessary to complete assigned tasks. Offering continuing education courses or reimbursement for courses administered outside the companys training programs is an additional why to offer encouragement as well as assistance on employees self improvement. Lets not forget a simple yet highly effective method of assistance: verbal positive feedback. Who doesnt feel good when their hard efforts have been not only observed but reflected/commented on in a good way Theres nothing like a ???great job??? to boost ones desire to perform better.
To encourage positive satisfactory performance it is vital to do these three things well: ???(1) provide a sufficient amount of rewards that employees really value, (2) in a timely, (3) fair manner.??? (Cascio,? 2005,? para.? Chapter 9 section 5). Simply offering reward is not going to be enough. The reward must be something that the employees value, for example, it could be a $50 gift card to a local gas station or department store. I have witnessed a former supervisor take staff out to a private yet expensive lunch (Long Horns, Outback, etc) as a positive reward for a project of higher significance than the daily grind. It is extremely important to administer the reward in a timely fashion too. Verbal phrase is the quickest (not to mention free) and can be an immediate boost to the employees self esteem. Other rewards, such as the gift cards or a lunch, should be awarded as soon as possible upon appraisal. Usually the time frame is based off the type of reward and is it just one employee or a group of employees receiving the reward. A larger group going out to a lunch will take a little longer to coordinate and implement verses a single person.
Promotions are simply another method of rewarding outstanding performance and holds a long lasting effect on both employee and company. Promotions tend to have a direct effect on employees private life as well as work life. Before promotions are offered, the company wants to see justification for it. The promotion must benefit both employee and company by supporting the goals and objectives of both. Promotions are just a varied as the rewards themselves. A small promotion might have the employee take on a few more duties and the appropriate pay raise to compensate. A larger promotion can be a step up (or two) on the corporate ladder and earn a much larger compensation package (better benefit package, more vacation time, holiday pay, assistance for higher education as in a masters or PhD degree, etc.). As the promotions increase in frequency in occurrence, it can be certain that the company is investing time, effort and money increases as well. So in essence, the company is investing in the employee by rewarding performance that meets the companys goals. banking on loyalty, honor and integrity to keep the employee from straying to a competitor.
Cascio, W. F. (2005). Performance Management.
WordPress.? (n.d.).? HR management.? Retrieved from http://www.humanresources.hrvinet.com/employee-performance-appraisal-form/